Chapter 4
Student: ___________________________________________________________________________
1. In most modern organizations, jobs are largely well established and change little over time. True False

2. Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements. True False

3. Competency based job analysis seeks to identify and describe the specific tasks, KSAOs, and job context for a particular job. True False

4. The traditional way of designing a job is to identify and define its elements and tasks precisely and then incorporate them into a job description. True False

6. Changes to jobs have become so radical that the concept of “jobs” is no longer a useful concept in most organizations. True False

7. Advances in technology are one of the major reasons for changes in jobs. True False

8. A job family is a grouping of positions that are similar in their tasks and task dimensions. True False

9. The smallest unit into which work can be divided without analyzing separate motions, movements, and mental processes is called an element. True False

10. Many small-business owners, general managers of start-up strategic business units, and top management members perform flexible jobs that are difficult to classify in traditional job analysis. True False

12. Competency analysis is one way to incorporate engagement into job analysis. True False

13. A job description is best defined as _____. A. the organization’s framework for AA compliance B. the organization’s indicator of tasks required for each job C. the organizations principle job training tool D. the organization’s performance appraisal instrument

14. Which of the following are elements of traditional job design? A. formal organization charts B. clear and precise job descriptions C. well-defined mobility (promotion and transfer) paths D. all of the above

15. Which of the following is a good definition of a job family? A. A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job B. A grouping of jobs, usually according to function C. A grouping of jobs according to generic job title or occupation D. A grouping of positions that are similar in their tasks and task dimension

16. Which of the following is a good definition of a job category? A. A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job B. A grouping of jobs, usually according to function C. A grouping of jobs according to generic job title or occupation D. A grouping of positions that are similar in their tasks and task dimensions

17. Which of the following is a good definition of a job? A. A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job B. A grouping of jobs, usually according to function C. A grouping of jobs according to generic job title or occupation D. A grouping of positions that are similar in their tasks and task dimensions

18. Which of the following is a good definition of a task? A. A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job B. A grouping of jobs, usually according to function C. A grouping of jobs according to generic job title or occupation D. A grouping of positions that are similar in their tasks and task dimensions

19. Measures of engagement reflect _________. A. task characteristics that are readily accommodated by job analysis B. the degree to which an employee helps co-workers voluntarily C. the degree to which an employee identifies with and has enthusiasm for his or her work D. the employee’s tendency to reject alternative employment offers when given

48. Which of the following is NOT shown by an ideal task statement? A. what the employee does B. to whom or what the employee does what he or she does C. what is produced D. how each behavior is rewarded

49. Which of the following is a component of a job requirements matrix? A. Job tenure B. Job pay C. Job context D. Job appraisal

51. It can be accurately said of the “task dimension” component of a job description that it ___________. A. provides a rating of task importance B. is a grouping of similar tasks C. indicates appropriate KSAOs D. indicates the nature of KSAOs

53. The KSAO portion of a job requirements matrix may be _________. A. converted to a job specification B. converted to a job description C. converted to a job evaluation D. converted into a job pay scale

54. A body of information that can be directly applied to the performance of tasks is _______. A. knowledge B. skills C. abilities D. none of the above

55. An underlying, enduring trait of the person that is useful for performing a range of tasks is _______. A. knowledge B. skills C. abilities D. none of the above

56. An observable competence for working with or applying information to perform a particular task is _______. A. knowledge B. skills C. abilities D. none of the above

57. If tasks/dimensions are not weighted formally, then ________. A. the job description has no value B. AA non-compliance will result C. all tasks/dimensions are assessed as equally important by default D. pay scales cannot be developed

58. The reason for having the manager participate as a job analyst is to ______. A. provide acceptance of job statements to guide performance on the job B. verify statements are inclusive and accurate C. control incumbent responses on job analysis questionnaires D. establish pay scales

59. A limitation of observation as a means of gathering job information would be ______________. A. access to job context B. short job cycle C. access to KSAOs D. mental processes are difficult to measure

60. Which of the following is an advantage of using job task questionnaires? A. Use with large numbers of people B. Highly diverse job content and formats C. Working with top management positions D. Working with newly created jobs

61. Which of the following is not a good reason for using an outside consultant for job analysis? A. Technical innovativeness is critical B. Legal scrutiny of project output/processes is high C. Knowledge of organization culture is critical D. Data collection involves specialized statistical methods

63. Competency-based job analysis begins by identifying the specific tasks and the job context for a particular job. True False

64. Competencies are more specific than KSAOs. True False

65. Competency-based job analysis attempts to identify and describe job requirements in the form of general KSAOs that are required across a range of jobs. True False

66. Competencies contribute to job performance, but not to organizational success. True False

67. Competency based job analysis is a way to facilitate increased staffing flexibility. True False

68. A key strategic HR reason for performing competency modeling is to create awareness and understanding of the need for change in business. True False

69. Competency modeling is useful for improving workforce skills, but is generally of little use for replacement or succession planning. True False

70. Although competency modeling has its advantages relative to job requirements job analysis, it does require considerable time and effort to establish competency models in an organization. True False

74. A competency is _____. A. a type of behavior that is observed on the job B. an underlying characteristic of an individual that contributes to job or role performance C. a latent component of the job characteristics matrix D. a compilation of the tasks, duties, and responsibilities that make up a job

75. Unlike KSAOs, competencies usually describe characteristics ________. A. of individuals that contribute to job performance B. that are used for selecting individuals C. that contribute to success across multiple jobs D. of organizational reward systems

76. Competency modeling is useful for which of the following applications? A. Identifying needs for replacement and succession planning B. Internal promotion processes C. Facilitating the HR planning process D. All of the above

77. Competency modeling is strategically used to _________. A. create awareness of the need for stability in business B. enhance the skill level of the workforce C. encourage employees to focus on their own jobs as much as possible D. none of the above

78. Which of the following is not one of the “great eight” competencies? A. Mechanical knowledge B. Creating C. Organizing D. Performing

80. Intrinsic rewards are best characterized as “inherent in the nature of the job and experienced by the employee as an outgrowth of actually doing the job.” True False

81. The employee value proposition is the bundle or package of KSAOs that the employee provides to the organization. True False

82. Surveys and interviews with employees are a key way to gather information on job rewards preferences. True False

83. One advantage of intrinsic rewards is that they are basically costless. True False

84. Interviews and surveys of current employees on job rewards, no matter how comprehensive, miss several relevant groups of individuals. True False

85. Surveys of employees clearly suggest that intrinsic rewards are seen as more important for job satisfaction than extrinsic rewards. True False

86. Interviews are more personal than surveys, but the summary and analysis of interview data is more time consuming and difficult. True False

87. One way to assess the importance of rewards to employees is to examine the rewards that other organizations provide to their employees. True False

88. Which of the following is not an example of an extrinsic reward? A. Pay B. Promotion C. Autonomy D. Fringe benefits

89. It is critical than when employees are interviewed about their reward preferences, the content of the interviews is ____________. A. made public so managers can match employee preferences immediately B. kept confidential so employees can report honestly C. developed through an informal process so employees feel comfortable D. generally less important than the process used in asking questions

90. Which of the following HR outcomes arise from providing and using rewards? A. applicant attraction B. employee performance C. employee retention D. all of the above

91. What is the “employee value proposition?” A. the total worth of an employee’s KSAOs B. the organization’s package of rewards provided to employees C. the net worth of an organization’s employees D. none of the above

92. Which of the following best represents the order of aspects important for job satisfaction identified in surveys, from most valued to least valued? A. variety of work, relationship with supervisor, compensation, and networking B. relationship with supervisor, networking, variety of work, and compensation C. job security, benefits, opportunities to use skills and abilities, and financial stability D. networking, variety of work, relationship with supervisor, and compensation

93. When assessing appropriate rewards, organizations can use information from _____________. A. surveys conducted by the Department of Labor B. surveys conducted by the Society for Human Resources Management C. internal organizational sources D. all of the above

94. A work team is an interdependent collection of employees who share responsibility for achieving a specific goal. True False

95. Teams are seldom designed to absorb management functions that allow for self-management because they inherently produce excess groupthink. True False

96. The greater the task interdependence in a team, the greater the importance of KSAOs pertaining to interpersonal qualities and team self-management qualities. True False

98. An interdependent collection of employees who share responsibility for achieving a specific goal is called a _____. A. project unit B. department C. work team D. goal circle

99. Which of the following are unique properties of teams, from a staffing point of view? A. Competencies are not generally useful for selection in teams because of the division of responsibility in teams B. KSAOs for teams involve job-spanning skills because members perform multiple roles C. Most research shows intelligence is unrelated to team success D. Both A and C

100. The sample size used in job analysis is not relevant to legal defensibility. True False

101. Details regarding knowledge, skills, and abilities in a job description are important components of a legally defensible selection system. True False

102. If an employment discrimination case involves an organization’s defense of its selection procedures, the UGESP require the conduct of job analysis. True False

103. Although some have advocated for greater use of job analysis in legal cases, the courts currently recognize job titles as sufficiently detailed indicators of required characteristics of applicants. True False

105. The EEOC has provided assistance to organizations for dealing with the issue of identifying essential job functions for the purpose of ADA compliance. True False

106. The ADA requires the performance of a job analysis to identify the essential functions of a job. True False

107. Which of the following could harm an organization’s legal defense in an EEO/AA case? A. Written job descriptions B. Large sample sizes employed in job analysis C. Emphasis mostly on primary tasks D. Emphasis mostly on secondary tasks

108. In defining essential job functions for the purposes of complying with ADA regulations, which of the following does not convey the meaning “essential?” A. Compensation for the function is above average B. Position exists to perform the function C. Incumbent expertise required to perform the function D. There are limited numbers of employees among whom performance of the function can be distributed

109. When using job analysis to comply with the ADA, which of the following is considered most helpful by the EEOC? A. Focusing on the way the work is usually done B. Focusing on the results of a function C. Focusing on the average qualifications of job holders D. Focusing on managerial assessments of skill relevance